Workday HCM Consultant | (Headcount Planning EXP Must) | 100% Remote | (#UM) (#CH) (#ANB)
Posted 5 days ago by 1751635919
Negotiable
Outside
Remote
USA
Summary: The role of Workday HCM Consultant focuses on implementing and enhancing Workday HCM Headcount Planning, specifically the older version prior to the Adaptive acquisition. The consultant will be responsible for delivering a scoped project, providing estimates and timeframes, and upskilling existing consultants. This position is 100% remote and requires significant experience in the field.
Key Responsibilities:
- Implement Workday HCM Headcount Planning functionality.
- Provide estimates and timeframes for project delivery.
- Collaborate with existing consultants to upskill them for future support.
- Shift current headcount planning processes into Workday.
- Link the Submit Headcount Plan and Start Job Requisition business processes effectively.
Key Skills:
- 10-15 years of experience in Workday HCM.
- Expertise in headcount planning processes.
- Ability to provide project scoping, estimation, and costing.
- Experience in training and upskilling team members.
- Strong understanding of HR processes and systems.
Salary (Rate): undetermined
City: undetermined
Country: USA
Working Arrangements: remote
IR35 Status: outside IR35
Seniority Level: undetermined
Industry: IT
Workday HCM Consultant - Exp with Headcount Planning Must
100% Remote
Long term Contract
10-15 years Exp Must
Job Description
The work is related to Workday HCM Headcount Planning. I must stress that this is NOT Adaptive workforce planning, but the older HCM headcount planning, which was more in play before the Adaptive acquisition.
Based on the scope below, we are looking for a contractor to deliver this scope, that has implemented this functionality before (with examples of such work). We would need estimates and timeframes to be provided by the contractor. We are quite budget sensitive on this. In addition to delivering the scope, we need to contractor to work alongside some of our consultants to upskill them, so that they can support this after completion.
We would need this scoped, estimated and costed by absolute latest COP Monday!
Scope: Move from current process to future process, as per below:
Current Process
Offline:
- Hiring Manager informs HR about the need for a new position.
In Workday:
- HR creates the position.
- Manager initiates the job requisition.
- Recruiter posts the requisition.
Future Proposed Process
The goal is to shift the entire process (at minimum) into Workday.
- Manager submits a request via the Submit Headcount Plan BP.
- They should have access to view their department s current headcount, members, positions, and requisitions.
- HR receives the request.
- HR runs a report to view headcount/positions/requisitions across the entity.
- HR submits the consolidated request.
- Head of Department reviews and approves.
- They should have access to the same headcount planning report.
- HR Executive reviews and approves.
- Should also have access to the headcount planning report.
- Local-specific approvals (already existing in Create Position BP):
- Entity 1 CEO approval
- Entity 2 General Manager approval
- Entity 3 CEO approval
- All should have access to the headcount planning report.
- Once fully approved:
- We aim to bypass the Create Position step and directly initiate the Start Job Requisition BP, creating the position as part of that process.
Key Concerns
- How can we link the Submit Headcount Plan and Start Job Requisition BPs effectively?
- A Job Requisition will be created by the Manager, but HR will still retain initiation access.